Challenge A provincial health organization (44,000+ employees, unionized, 24/7 operations) received a harassment complaint involving a supervisor and an allegation tied to a prohibited ground, including concern that a promotion was withheld based on ethnicity. The matter required an independent, trusted process that could work within shift-based realities. Intervention As part of an ongoing service arrangement, DCSM provided independent oversight of complaint intake and resol

Challenge Legal counsel for a private-sector employer required fact-finding related to a human rights complaint involving a reported hate symbol at a remote worksite and concerns about conduct during a crew meeting. The investigation faced major constraints: limited witness participation, conflicting recollections, and documentation gaps. The mandate later expanded to assess whether reporting the incident impacted subsequent employment, complicated by seasonal layoffs. Interv

Challenge A provincial utility Crown corporation (3,000+ employees, unionized) received a respectful workplace complaint involving 19 distinct allegations against a supervisor. The volume and complexity required an external investigator to ensure independence and structure. A key technical risk was applying the correct policy version, as some allegations occurred under an older harassment policy. There was also risk of scope creep as additional “new” allegations emerged.  Int